This document provides an introduction to the topics that will be discussed in a lecture on human resource management (HRM). It will cover the definition of HRM, the history and functions of HRM, HR policies and procedures, the emerging role of HRM, the role of HR executives, and challenges for HR professionals. It will also discuss strategic HRM.

1. INTRODUCTION TO HRM.
Points to be discussed in the Lecture Sessions:
 What do we mean by HRM?
Understanding the history and Functions of HRM.
HR Policies and Procedures.
Emerging role of HRM
Role of HR Executives.
Challenges to HR Professional.
Strategic HRM.

2. What is Human Resource?
Human resource or human capital refers to the traits people
bring to the workplace –intelligence ,aptitudes,commitment tacit
knowledge and skills, and the ability to learn.
Behaviors of a person is a function
of at least four variables:
Ability
Motivation
Role perception
Situational contingencies.
The relationship between individuals and their work organisation
is the central importance of HRM.The employment relationship
describes dynamic interlocking relations that exist between
individuals and their work organisation and oriented towards:

3. What is Human Resource Management?
HRM is resource centred, directed mainly at management
needs for human resources to be provided and deployed .
HRM deals with the people dimension in management.
………..”It encompasses those activities designed to provide
for and coordinate the human resources of an organisation”.
( Byers and Rue)
What is Personnel Management?
“Personnel management is a series of activities which :first
enables working people and the business which uses their
skills to agree about the objectives and nature of their
working relationships and secondly, ensures that the
agreement is fulfilled”. (Torrington and Chapman,1979

4. Nature of HRM
Prospects of HRM
Employee Hiring
Employee
Maintenance.
HUMAN RESOURCE
MANAGEMENT
Industrial Relations.
Employee
Motivation
SCOPE OF HRM
Employee and
Executive
remuneration

5. Key features of HRM.
people as a major asset
Integration with business performance.
Emphasizes on psychological contract.
Emphasizes on learning
Focus on individuals and their motivation.
A proactive strategic management activity.

6. History of HRM.
Scientific Management approach:
F.W Taylor focused on the study of motions that were required for each
job, the tools used, and the time needed to accomplish each task.
Managers adopt a scientific approach to design the work and carried
outmost efficiently.
Economic Man Concept and Differential Piece rate system.
 Separation of Planning and Doing
 Standardization
 Scientific training .
Human Relations Approach:
Elton Mayo and The Hawthorne Studies
Employee productivity is also affected by social and psychological factors.
Social factors in output
Group Influence
Conflicts
Leadership
Supervision

7.  Human Resource Approach:
Employee Motivation.
Employee
Rewards.
Employee
Performance.
Organizational
Performance.
HR Approach is based on a number of principles :
• Employees are assets.
•Policies, practices must cater to employee needs .
•Necessary to create and maintain a conducive work environment.

8. Functions of HRM:
Acquiring
Developing
Planning
Employee
training.
Staffing.
Management
Development
Career
Development
Motivating
Identifying
needs
Identifying tools.
Retaining.
Conducive
work
environment
Nurturing
Commitment.

9. HRM Functions can be broadly classified into two categories:
A. Managerial Functions:

Planning

Organizing.

Staffing

Directing

Controlling.
B. Operative Functions:
 EMPLOYMENT Function:
I.
Job Analysis: job description and job specification.
II. HR Planning:
III. Recruitment.
IV. Selection.
V. Placement and Induction.

10. 
HR Development Functions.
I.
Performance Appraisal.
II. Training.
III. Management Development.
IV. Career Planning and Development.

Compensation:
I.
Job Evaluation.
II. Wage and Salary administration.
III. Incentives.
IV. Bonus
V. Fringe benefits.
 EMPLOYEE RELATIONS.

11. Role of HR Manager.
•Service Provider.
•Executive.
•Facilitator.
•Consultant
•Auditor.

12. Essentials of sound HR Policies
HR Policies are set of guidelines that determine the way in which
employees are to be treated in the organization; They are based on
organization culture, External environment and organizational objectives.
1. The HR policy should present the principle that will guide the organisation’s
actions and reflect a faith in the ethical values of employees.
2. The HR policy should be formulated after considering the long range plans
and needs of the organisation.
3. The HR policy must be reasonably stable but not rigid.
4. The HR policy should be formulated with due regard for the interests of all the
concerned parties
5. The HR policy must be developed with the active participation and support of
the management and the co-operation of employees
6. The HR policy should be definite so that it is easy to understand
7. The HR policy must provide a two-way communication system between the
man-agement and the employees.
8. The HR policy should be consistent with public policy

13. Challenges to HR Professionals.
Worker Productivity.
Quality Improvement.
The changing attitudes of Workforce.
The impact of the Government.
QWL (Quality of Work life)
Technology and training